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This instructor-led study session is for students taking the CUHRCP exam. During this time, your instructor will review key content from pre-requisite training that is pertinent to the exam. The exam will immediately follow the study session.
The CUHRCP exam is delivered and administered by Credit Union National Association (CUNA). The exam is a proctored, closed-book, multiple choice exam. Students will have two hours to complete the exam. Students who earn 70% or better on the CUHRCP exam and have completed pre-requisite and classroom training, will earn the CUNA Credit Union HR Compliance Professional (CUHRCP) certification.
Speakers: David Reed, Diane Reed, Michael Barnsback
This time is used to discuss the format and logic of the HR Compliance School and highlight the interactive value of full participation. You will have a chance to meet the primary instructors and discuss key takeaway opportunities.
Speakers: David Reed, Michael Barnsback
The Human Resources function is a fast paced and highly regulated environment; this session will discuss and identify recent changes to HR related regulations and explore in detail the EEOC's Strategic Enforcement Plan (SEP). The SEP provides clear detail to employers about the focus of EEOC enforcement efforts and the issues employers should be addressing. It identifies six areas of emphasis and we will discuss what employers will need to do to maintain compliance in those areas.
Speaker: Michael Barnsback
A well drafted job description is the foundation of the HR compliance function. An effective job description will detail the primary functions of the position, how those requirements will be carried out, and the necessary skills needed to perform the job. Unfortunately, in many institutions little care is given to customizing a job description for a new or evolving position, and this can cause problems when poor performance leads to disciplinary action. The job description is the first line of defense in classification, compensation and termination issues, as well as many other classic HR compliance violations. This session focuses on the essential elements needed for an effective job description and provides an easy to follow method for managing this crucial element in your HR process.
Interactivity: Participants will be given a sample job description to critique in groups and then report out on findings.
Speakers: Diane Reed and TBA
One of the most desired “benefits” today's job applicant is seeking is the opportunity for advancement. However, most organizations fail to make career pathing a priority. So, how do you create opportunities for growth, especially if you're a small organization? This session looks at credit unions from an organizational perspective and examines creative ways you can “grow” your employees into leaders and future CEOs. Complete with examples of the industry's best practices in career pathing, you'll leave with a bevy of great ideas you can put to use immediately at your credit union.
Interactivity: Participants will work in groups to determine skills required for executive leadership and then develop a list of activities that will help develop those skills in junior leadership.
One of the biggest hurdles most HR leaders face is how to get managers and executives to follow HR guidelines when hiring, firing and managing their employees. Let's face it. We can't do HR in a vacuum. This session examines a host of creative ways we can train our managers to be good at HR. From sharing our training resources with other credit unions to in-house programming, we'll not only look at ways to train our managers, we'll get down and dirty and practice what we learn.
Interactivity: Participants will work together to develop a New Manager's Training Plan Rough Draft.
This session will provide a facilitated networking session where participants can discuss current issues and exchange lessons learned and best practices within the HR compliance function.
Interactive: Peer to peer facilitated discussions and report outs.
Speakers: David Reed, Diane Reed
The #MeToo movement has proven to be a powerful force in the identification and prevention of sexual harassment and assault. The spotlight on this important issue has created an environment rich in discussion and empowered many people to come forward with allegations of unacceptable behavior. Unfortunately, in a world with a 10 second news cycle and a penchant for litigation, this has also created heightened sensitivity and increasing compliance issues for employers. Your credit union needs to be in a position to understand the many aspects of harassment and the responsibility of the management team to create and consistently apply anti-harassment and anti-retaliation policies within the workplace. From the creation of adequate policies and procedures to effective communications and documentation through to staff training and oversight, the key to reducing risk in this area is for everyone to understand what is expected of them and why.
Do you know what to do when a situation begins to go bad? The credit union environment can present the Human Resources professional with any number of negative challenges, and you need to be prepared for each of them. Utilizing real world scenarios, this session explores some of the most common fact patterns and offers a practical methodology to resolve these tricky situations.
Interactive Component: Small group discussions and report outs and table top exercise with case studies
HR professionals must be prepared to manage a wide variety of employment law issues and claims. This session helps focus the attention on claims and issues more common to credit unions. We share our historical analysis of the most common claims raised against credit unions over the past few years and explore trends to expect during the coming year.
Speaker: David Reed
Technology. It's here to stay, and it can be your best friend or your worst enemy. Used to be, it was easy to manage technology in the workplace. Simply provide each staff member with a computer, a few passwords and a Privacy Document and all was well. Next came policies that took away access from Social Media during work and mandates that required all employees to refrain from downloading anything off the net. But in today's world of cyber-theft and identity crimes, yesterday's techniques for managing workplace technology just aren't enough. What do you do with the employees who use social media for their job functions… marketing, business development, collections? What about those who work from home? From sample usage policies to management strategies, this session provides credit union management with the latest in documentation and policies to help you manage our ever-changing technological environment.
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